วันพุธที่ 30 พฤศจิกายน พ.ศ. 2554

Saint Xavier's Hallberg Has A Chance to Make History Tube. Duration : 2.43 Mins.

Saint Xavier University women's basketball coach Bob Hallberg has his Cougars in a great situation with a No. 3 national ranking in the last NAIA Ratings Poll (Jan. 31) and a 20-2 overall record. However, if SXU can jump two more spots before the season winds down in March, Hallberg would have the unique distinction of coaching both a NAIA men's and women's basketball team from the Chicagoland area to a No. 1 national ranking. He coached Chicago State University to a No. 1 NAIA ranking in the first week of January 1983, before CSU made the transition to NCAA Division I. Courtesy of FOX's The Final Word, WFLD-TV

www.JuniorSoccerCoach.com Here the purpose of the drill is to help your attacking midfield player develop their ability to create space for themselves, drop off into the hole to receive the ball and then initiate the attack with a pass to a striker who has got themselves into space

Attention senior women of all ages, sizes and shapes, men too. It's time for us to feel good about our bodies and step back into enjoying life in all of its moments. I want to speak to you about the feelings that may occur when you might be thinking about entering into an intimate relationship and have those "awful" feelings about having an older body.

There are a few way to approach this:

Transition Coaching

Set up a lovely, candlelit area, yes, just like you used to do, except now the candlelight will soften your feelings about your body.

Shocker! There's No Senior Playboy!

Realize that your partner is probably thinking the exact same thing. Men think this way as well, God bless them!

Just suck it up, know that life and sexual activity are really, really fun, and nourishing to our spirits.

Quick note: If you're in your 70s, as I am, and usually am with a partner near my age sweet nothings whispered in the ear when your body is close to his or her may not be heard. I've had this happen. So, prior to getting physically close bring out all the sweet, sexy and endearing things you want to say so he or she can hear them, and face it, ladies, here's another opportunity for a turn-on with your guy.

We all have the opportunity now to exercise, live a really healthy life, and involve ourselves in all kinds of physical activities so there is no excuse for feeling anything but positive about our selves.

For many years younger people have made strange comments and noises when thinking about their parents, or their grandparents enjoying sex in their later years, but now that a whole lot of us are older, you just don't see those comments as much. I still see senior people on television portrayed as pretty silly, and non-sexual. Well, here's another shocker, older people have been enjoying themselves sexually for years. The cat is out of the bag now!

Life at any age is precious and beautiful. Having healthy, intimate moments with a person you care about just can't be beat! Having an open heart is a way to connect with nature, people, animals, flowers, plants and trees, and all of life.

With so many single people of all ages now living healthy and fun lives it's time to put away our fears and considerations about our bodies. It will make no difference in the bedroom, trust me! And remember,
there is no Senior Playboy! Can I get an Amen!

Whenever I meet someone to discuss their career needs, it is not unusual for them to feel as if the career issues they face are unique. While the specifics are unique, facing a career transition is not.

How can I be so sure? Well, besides my years of experience in this area, there is also an author who writes about the stages of adult development which MUST include career/life transitions. The author is Gail Sheehy who has two books of interest: NEW PASSAGES and UNDERSTANDING MEN'S PASSAGES.

Transition Coaching

When I first read Gail's book, I was so relieved to know that it is natural to face these transitions - that we don't need to know what we want to be at age 20. Even if we did, we would face a time when we questioned this choice. This relief quickly ended when I faced my first career transition. Who would ever want to feel the distress of this time of questioning? YUCK!

Facing A Career Transition - You Are Not Alone

Gail describes the natural stages of adult development: building stages and transition times. During building stages you feel energized and excited by your life and your career. Then, suddenly, without warning, you enter into a transition time. During this time you feel confused, anxious, distressed. Sometimes you know what caused the transition to occur, sometimes not. Being human, it is natural to want to get out of these transition times as quickly as possible. Who wants to feel the "YUCK"? We all want to feel the "GOOD STUFF" of being in a building stage. If, however, we don't take the opportunity to explore what the next steps need to be while we are in the transition time, we will keep bouncing back to the transition no matter how hard we try to push ourselves into a building stage. The result is to prolong the transition.

Most of us have never been taught how to move through this transition time. Most of us have never been taught how to create a career/life vision and plan. The worst time to learn this is during a transition time. Why? We need to add to the learning the management of emotions to ensure that we are not making choices based on emotion. However, again because we are human, it is usually during the time of transition that we have the need to learn the skills necessary to make a wise transition. The first step is to understand that this is a natural transition and that the emotions need not guide you. By using a process you can guide the emotions for more effective results. The second step is to find a process to develop a career/life vision and plan that uses your needs, wants and desires to direct the next steps of your life and your career. Using these two steps, you can manage the "YUCK" and lead your life to a new area of "GOOD STUFF".

One way of determining energy levels in the workplace is to get a feel of the state of employees' welfare in the organization. This would mean paying particular attention to gripes and grouses that you may notice among employees or asking them about what problems they face working in the organization. Through getting a sense of whether your employees are happy or not working in your organization, you will be able to brainstorm measures to reduce the grouses of the employees and thereby increase the levels of energy in the workplace.

Transition Coaching

Distribute Responsibilities

Five Ways to Determine Energy in Your Workplace

Another way of determining energy in the workplace is to observe how employees who have been assigned with leadership responsibilities carry them out. Those assigned to lead in projects should be motivated and should be able to motivate their team members to perform to the best of their abilities. If the team seems to be able to work independently with no additional supervision, then you can conclude that energy levels are high or sufficient to reap productivity. However, if the leader and the team perpetually miss deadlines, then it is a sign that energy levels may be low and would have to be addressed.

Effective Teamwork

Another way to determine energy level in the workplace is to see if teamwork is strong. When employees are motivated and happy to be working with each other, it will show in the team spirit they display in trying to execute a task. When this is the case, you know that energy levels are at optimum within the workplace. However, if you notice that the team is unable to reach a consensus on issues and members of the team often seem to disagree with each other, then it is a signal that you need to do something about the existing energies within the workplace.

High Productivity

The levels of productivity are indication of the energies in the workplace. Where the productivity is high, it means that employees are sufficiently motivated and determined to perform to the best of their abilities. However, when energies are low or lacking, then it will show on the productivity of the staff. They will lack the determination to complete work on time and meet deadlines. Additionally, they may product shoddy work.

Motivation & Enthusiasm

Invariably, energy levels are related to level of motivation and enthusiasm. Where energy is high, the employees will be happier people overall and willing to be part of the organization and be involved in its affairs. They will be committed to ensuring the success and prosperity of the workplace. The converse would be where energy levels are low and staff is not psyched up about the importance of their contribution to the workplace. These attitudes are easily visible and can be used to determine how energetic the workplace is.

วันอังคารที่ 29 พฤศจิกายน พ.ศ. 2554

In the late 1960s and 1970s, top agency directors drove government and large-organizational planning. Upper management made the decisions, and middle managers saw to it that decisions were carried out. However, in the 1970s and 1980s, further flexibility was needed if organizations were to thrive, and the hierarchical control of employees began giving way to trust and collaboration with workers. Dr. Dick Borough is the first person known to use the term "executive coaching" while describing his leadership training of businessmen during 1985. Forbes magazine later described executive coaching as a controversial hybrid of management consulting and psychotherapy.

Widespread training was needed to help every worker think and behave like a leader. The training emphasis, at the time, was on business performance, as in total quality management (TQM). Then came the seminar culture with programs on teamwork and empowerment that made the focal point more personal, but training was still focused on immediate corporate issues, and/or goals.

Transition Coaching

The use of consultants added to the movement toward coaching; they worked with key corporate figures and system interventions. Nevertheless, these approaches to change had one common flaw: they did not last. It then occurred to many people that if organizations were going to create lasting change, the individuals working in them had to change first. Stephen Covey, author of Seven Habits of Highly Effective People, was a major figure in the shift from corporate talk to training highly effective employees.

The Birth of Executive Coaching

In the late 1980s, the professional field of executive coaching was born, a field promoting continuous resilience and performance in people and organizations. During this time, the main emphasis of coaching was to assist corporations in formulating strategic scenarios for the future, in light of the changing corporate environment.

The idea was for coaches to work with individuals and integrated corporate systems over time. Management looked upon coaches as their "knight in shining armor" to get the job done and make a lasting impression. Some of the new emphasis that coaches contributed was visionary leadership training, and renewal coaching and transition management assistance.

The major thrusts that assisted in the evolution and shaping of executive coaching came from the field of leadership, particularly entrepreneurial leadership. The executive coaching movement was facilitated by the need for an empathizing and bold approach during the corporate shakeups and out-placement of the 1980s.

Today, executive, lifestyle, and small business coaching are burgeoning professions. The International Coach Federation lists their coaching membership at over 14,000 members, throughout 80 countries. Their research suggests a clear delineation between those who are highly proficient and making an excellent living and those who struggle to tread the coaching waters.

Leadership is very important for a person as well as for an organization. Without leadership, the organization (and the individual, too) is like a boat without a rudder. It will be aimless and will just follow the flow of the powerful forces in the organization.

But leadership takes on different forms in an organization. One way of looking at it is by classifying between transaction and transformational leadership. Another is by looking at formal and informal leadership. Formal position and authority matter less than influence. Influence is raw power within an organization. A person who has influence does not need formal authority to tip the organizational balance towards himself.

Transition Coaching

Leaders who do have formal authority and leadership position may simply use transactional leadership for their subordinates and followers. This kind of leadership works in certain situations. Especially if the leader is but in transition and does not have to invest much time in the development of the people under him. Transactional leadership is not long term. It is short term. The key word here is transactions! The leader does not expect any "return business" with the people he is dealing with.

The Difference Between Transactional and Transformational Leadership

Transformational leadership, on the other hand, is a very different kind of leadership. It takes into account the motivation and the situation of the followers and subordinates. It primes up people for repeat business and continuous improvements!

As a leader, would you rather use short term transactional leadership or the long-term-impact transformational leadership? While I would advocate transformational leadership off-hand, the best leadership style depends on your circumstances and the organizational goals and objectives.

The important question to ask then is, how can you study the organizational context so as to understand the kind of leadership that is suited to it? Ask your people. Is there good morale in the organization? Or is it full of complaints and murmuring? Are the people happy to be part of the organization? Or are they simply waiting for one paycheck after another?

You also need to look at the performance of the organization. You can conduct an evaluation or even an internal audit of your organization. This way, you can assess the strengths and the weaknesses of the organization. Based on that, you can make important decisions as to the style of leadership suited for the organization.

There is no right or wrong styles of leadership to be used in an organization. What matters is how you use one style of leadership to accomplish your goals as a leader.

Do you feel discomfort or fear when there are things changing in your life? This is quite common for adults to feel while children rarely experience those feelings. Children usually are excited about all the new things that are coming their way - new friends to play with and more things to learn.

When you were young, you did not resist change. You anticipated change. You anticipated growth. But many adults do not look forward to getting new jobs, switching careers or relocating to a new city. I wonder when people decide they have reached the point where they want things around them to stay the same.

Transition Coaching

Be aware of the fact that change is an unchanging truth. Intentional or not, your life is always changing. Look back one year ago or even 10, 20 and 30 years ago, how has your life changed? You have finished school. You have started a career. Maybe you have started a family also. How about the people around you, how have they changed? Have you lived in different places? I am sure you would notice lots of changes over the years. Yet, many people still have a strong tendency to resist change.

Helpful Advice on How to Overcome the Fear of Change

If you are among those who fear changes, here are three effective ways to help you overcome that fear:

"Feel the fear and do it anyway." Everyone has a comfort zone. Your fear is a warning that you are about to step outside of your comfort area. If it is your intention to do something different from what you are accustomed to, then your fear is a welcoming signal. Your comfort zone will grow each time you venture outside of it. Remember the first time you drove and you were not even sure how to do it on an empty road? How about the first time you drove on the expressway? How about now? Do you sometimes find yourself driving with one hand on the steering wheel and the other hand fumbling on the music player searching for your favorite song while talking to your friend sitting beside you? Rather than let you fear hold you back, embrace the opportunity to grow. Keep practicing until it becomes second nature to you.

Focus on your goal. The anticipation of pain is one of the main causes of fear. Do you realize that a lot of this pain resides only in your imagination. Have you ever experienced that actually taking the feared action has been much easier than you imagined it to be? Perhaps it was the first time for you performing on stage or it may have been the first job interview you had. To allay your fear, set your goal and understand why achieving this goal is important for you. Make a decision to do it and commit to it. Focus on your goal and it will help to keep your fear at bay.

Identify the benefits of change. When a person associates change with loss, it can be difficult. A caterpillar will never become a butterfly if it is so attached to its identity that it refuses to morph. What benefits will you gain from making that change? Will you lose anything as a result? Is it a true loss or a perceived loss? Many people are hard hit by the prospect of a job loss, retirement, relocation or family changes. For sure, those situations can be emotionally challenging but they can also open up opportunities for something even better.

Recognize that you are not alone feeling the fear of change. Join some support groups if you need emotional support. Recruit the help of mentors or coaches to help you gain an independent perspective and learn from their experiences so you can have a smooth or even fun transition.

When you have meetings with your team to impress upon them a certain new idea or policy that your organization is planning to implement, what is your focus on? Most probably, as a team leader, you think about elements such as getting the maximum work output from your team, setting up committees and different work groups, distributing work among the team, explaining the core requirements of what is to be done and so on. All this is definitely done-and needs to be done-but in the crowd of all these aspects, most team leaders forget the one very important thing that should be the prime focus of such meetings.

Establishing crystal clear goals!

Transition Coaching

The problem here is that the leaders look forward too soon. They speak about the goals to their team leaders at the start of the meeting but then quickly hop on towards other areas, such as the implementation of those goals. But, think about it-if your team is still in the dark about what they are supposed to chase, how are they going to achieve it?

Why You Should Establish Clear Goals For Your Team

A fruitful team meeting would be when everyone present knows what the group has to fulfill while working in collaboration. In short, they want to know why they are put into a team while, according to them, they were working well when they were individuals.

No team can function without purpose, and when you establish goals, you are giving your team a purpose to be together.

The following are some ways that can help you clarify your goals to your team:-

1. Spend a lot of time explaining to your team each aspect of your goal. Actually, this is the part that should form the bulk of your initial meeting, not the work allocation aspect, which can be anyway refined later.

2. Reiterate the goals during every subsequent meeting.

3. Tell people, clearly, why these goals need to be met. Tell them how they will benefit the organization and, most importantly, tell them how they will personally benefit.

4. Ask people questions about the goals you have put forward, and welcome them to ask questions too. When they ask questions, they are already participating. Don't ever commit the blunder of scraping question-answer rounds.

These are small things but they go a long way in reinforcing the collective sentiment within your team. Without clear goals, a team will cease to exist before long.

We are Long Term Care Coordinators. We provide Care Coaching and Consulting for family caregivers. We identify care challenges and implement appropriate resources to meet needs for you and/or family member. We are Registered Nurses with more than forty years of professional experience, combined. In Bermuda, LTC Solutions Limited is the perfect answer for those who need long term care and wish to remain at home in their familiar surroundings. A holistic support plan will provide solutions to transition through the health service system continuum.

Your Career Coaching founder Nicky Hughes shares her mission to help people who are feeling trapped or unhappy in their careers. Your Career Coaching is a source for career information and inspiration. It is the place where you can take control of and manage your career.

Keywords: career management, career help, career advice, career support, career coaching, career transition, redundancy, Your, Career, Coaching

วันจันทร์ที่ 28 พฤศจิกายน พ.ศ. 2554

"After all, tomorrow is another day" - Scarlett O'Hara (Vivien Leigh) in "Gone with the Wind"

Always a good thing to remember. No matter how hard it gets. And look at what this poor woman has been through. Her city is ransacked by war and burned to the ground, all her wealth is gone, and she has to wear curtains (Oh, wait. That was Carol Burnett). Either way, the phrase still rings true.

Transition Coaching

Take a moment to look back into your past and see just how true it really is for you.

After All, Tomorrow Is Another Day

Remember a day when things were really, really bad. When it felt like it just couldn't get any worse. Perhaps your girlfriend broke up with you, or you lost your job, or your house flooded. Whatever it is, remember just how hopeless and horrible it felt--like that pain would last forever.

Now fast forward the calendar a little bit. Maybe only one day ahead, or go forward a few days, or maybe a whole week is needed. Whatever the time frame, let yourself go to a point in your history after that dismal day, to when everything felt wonderful. You were alive and full of hope and possibility.

Now remember that there was a day after that when you felt horrible, and back to wonderful, and on it goes.

So now that you know it's true, you have proof, take a look at what you're struggling with now. Perhaps you're freaking about about money and bills, maybe your client list is waning quickly, or there's conflict and strain in your relationship.

Whatever it is, just know that there is a day coming up, another day, when this will all pass.

It's happened before, and it'll happen again.

Whatever bad is going on in your life will soon fade into memory and be sparkling again.

... unless you have to wear that dress again. Some things never go away

Travis Brooks on Transition from a career as an amateur Part 2 Video Clips. Duration : 7.05 Mins.

Life after sport can be a time of great challenge for many athletes. This life process is known as Transition. Post the Beijing Olympics a number of Victorian Institute of Sport athletes with significant sporting experience decided to retire from their sport. This project aims to glean the experience and wisdom from athletes who competed at the highest levels along with learning about their life management skills. This project records the interviews and stories of 5 athletes to share with the broader athlete cohort. Athletse included are Grant Hackett, Catherine Arlove, Don Elgin, Travis Brooks, and Rachel Imison. This section discusses the experience of transition from the athletes sporting life to the next phase. Initial thinking about retirement, accepting the decision, timing of the decision, associated feelings, thoughts and concerns; strategies employed, advice sought along with how athletes are filling the void left by their retirement from sport.

วันเสาร์ที่ 26 พฤศจิกายน พ.ศ. 2554

Executive coaches are a funny bunch - we come from an exceptionally wide variety of backgrounds and we often seem to end up in perfect partnerships with clients we never dreamed we'd be offering executive coaching services to. CEO coaching is as much an art as it is a science. Well designed executive coaching courses are able to develop coaches who know that the executive benefits most when executive mentoring encompasses both the yin and the yang - a healthy balance of softer cultural indicators with hard numbers.

Often executive coaches have to counteract standard executive leadership training because so much of what is being taught is myopic about the role that values, vision and culture play in effective leadership. Coaching executives requires that the coach him/herself has a high capacity for vision and a knack for supporting its development in others. It also requires experience with helping leaders create shared vision with their teams.

Transition Coaching

All coaches approach their work differently - if you've seen one good executive coach, you've probably just seen one good executive coach. In other words, the style of executive mentoring that happens successfully in one scenario can be vastly different from equally effective executive coaching programs offered by a different company.

Executive Coaches

Most importantly, when you're looking for a good executive leadership development program, you want to make sure that you can satisfy the full range of your needs and desires. That doesn't mean to necessarily go for the big guns. Boutique coaching firms usually have far more flexibility in how they can meet your needs because their business isn't based on the mediocrity of common denominator methodologies.

It's best if you can use an executive coach not only for their services but also for training so your company benefits from implementing the coaching model across your entire organization. When you think of all leaders as coaches and all leaders as servants, you create a dynamic culture that's hard to stop.

Most of all, good coaching is in business to put itself out of business. The best consulting is in coaching executives to become their own best coaches because leadership happens on many levels at the same time and in daily decision after daily decision. While this is still a young field, we now know that only a multi-faceted executive leadership development program can reach the depth and breadth necessary to create a truly thriving organization.

We know that an executive leadership coach and executive leadership programs have to capitalize on that special "leaderful" spark that is unique to each leader but common to all.

There are various things that you should be looking at when you are considering a particular candidate for a team leader position in your organization. The mandatory things that you need to check are the resume of the candidate, the references they come with and certain tests like personality assessment and cognitive ability testing. Some of the corporations today also test their potential team leader candidates by giving them a simulated work environment and gauging their métier when the responsibilities are actually laid out in front of them.

However, one of the most important aspects on which you should test your team leaders is their personalities.

Transition Coaching

It is a matter of psychological studies now that personalities of people are inherent and they influence the manner in which they act in certain situations. Personality traits of different individuals will be decidedly different but the ways in which two people with similar personalities will act in a particular situation will be almost the same.

Selecting a Team Leader - How to Choose the Right Personality?

That is the reason corporations are putting more emphasis on personality assessment at the moment. After all, a team leader needs to have an impressive and inspiring personality that can motivate subordinates to accomplish the tasks at hand to their fullest potential.

So what must you look for when you are checking personality attributes for someone applying for a team leader position? The best personality traits that you should be looking at include an energetic approach to things, an outgoing and friendly disposition, a certain kind of resilience and a disposition to work more than what is expected. People who are willing to work ungrudgingly make good team leaders because they expect these very same traits in their subordinates. It is also a good idea to select someone who is a stickler for perfection because such attributes can rub off to the group they are working with.

In short, whatever qualities you want your group to have, they must be present in the personality of the team leader you select for them. People are just going to literally follow the leader and you have to make sure you give them a good role model to emulate.

Rebounding: Use Izzo's 2 man rebounding, 3 man rebounding, and WAR drills to coach "Hit and Get" rebounding and attacking the rim with two hands. Included in the rebounding segments is transition work into 5 on 5 full court offense and defense that reemphaizes the previous transition drills and offensive schemes and promotes game like situations. From the eBA-Stats.com Best Basketball DVDs Reviews. Read the Full Review here: eba-stats.com & Order at www.eba-stats.com ~ Basketball DVDs Reviews

enterprise.wsfa.com If so, then a personal coach is the answer. As a personal life coach I will partner with you to optimize your human potential. As the founder of MindSet, LLC our mission is to provide top quality services that will cultivate innate potential. After receiving my doctorate degree in clinical psychology, I pursued post-graduate studies in personal and executive coaching. The skills that I learned as a psychologist have blended well with my transition into coaching. As a coach, I work with a varity of populations ranging from health care providers to stay at home caregivers. With the advancement in technology, MindSet, LLC is positioned to provide coaching services to individuals or organizations domestic or international. 12518280 Counseling, Coaching, Enterprise

วันศุกร์ที่ 25 พฤศจิกายน พ.ศ. 2554

Our society is at a critical crossroads--so many children struggling; so many parents pulling their hair out not knowing where to turn. A child born today has a 30% chance of having a learning difficulty. Research is showing that most moms and dads of elementary school age kids are spending less than 10 minutes a week in actual conversation with their children--yes, that's not a typo--ten minutes a week! Parents are stressed and overwhelmed, yet well-intentioned and wanting to do their best. It's not their fault that our fast-paced culture makes parenting the hardest job they'll ever do.

In the mist of this exhaustion, what if parents could work with a parent coach, a well-trained compassionate professional whose credentials are impeccable? Wouldn't stressed parents begin to see the light at the end of the tunnel working with such wonderful professionals? Absolutely. Research over the past six years on the Parent Coaching Institute's coaching model demonstrates that it reduces parental stress, gives important resources, and most important helps parents see and use theirs strengths, their inner wisdom, and come to appreciate themselves and their children in profound ways. The parent coaching process is energizing and draws forth the highest, creative expression of the entire family.

Transition Coaching

There will always be challenges in life. How we address those challenges is what is most significant. Can parents keep our center, our self-identity, and and our integrity while rearing our children to a self-actualized adulthood? They can more easily with the help of a parent coach--one of the fastest growing professions because there is such a huge need for these services.

Parent Coaching - A Creative Re-Discovery Process For Stressed Out Moms and Dads

Family support professionals can begin their parent coaching journey by researching the training programs available. Working from home while developing the business is an ideal way to get started in this rewarding career. In fact, training for Parent Coach Certification can take place through distance-learning programs. There are several alternatives for the serious-minded parent coach who recognizes that parents will spend their dollars more easily and readily on parent coaches with success track records.

Look for parent coach training that allows you the most credentials while also allowing flexible studying hours from home. You will then be getting in the groove of home-based work and your transition from student to successful parent coach will be a creative process that you truly enjoy. Besides, the focus on your own creativity during this studying and practicing time will then be a natural part of the creativity that will serve you well when begin coaching moms and dads in your parent coaching business.

All positive, long-lasting change starts from the bottom up. Being a parent coach and working with parents to help them make wise daily decisions is truly where the "rubber hits the road," transforming society, form the bottom up.

Parent Coaching - A Creative Re-Discovery Process For Stressed Out Moms and Dads

anna-davidson.com. We have to cross bridges to make progress in life. Our transitions are a sign of growth. The architecture of each bridge is the same the style and niches change. The architecture of Internet Marketing is the same, find your style and your niche. Transition Career Coaching and Six Figure Mentors go hand in hand

วันพฤหัสบดีที่ 24 พฤศจิกายน พ.ศ. 2554

Sharon DeLay, MBA, SPHR, CPCC, CPRW and author of Career Boot Camp: A Self-Directed Guide Through Career Transition combines career coaching and transition experience with over 10 years in business as a hiring manager and leader of 2 to 250 employees. As Chief Career Confidence Specialist with BoldlyGO, Sharon works closely with individuals to help them find jobs theyll love and love the jobs they have. She focuses on practical approaches, including networking skills and interview coaching, as well as the development of a full complement of career marketing strategies. She is known for her honest, straightforward approach to identifying opportunities for her clients so they can more quickly and affordably move through the coaching process. Sharon also works with companies to assist in outplacement services; employee development opportunities, including sales networking, career advancement; and critical career advancement skills such as professional speaking and business communication, and DiSC®, a behavioral assessment tool that helps employees identify and adjust how they interact with one another.

Have you ever felt like you fell into a hole and couldn't dig your way out? Did you bury yourself with pity or question your ability to come out on top? I remember eleven years ago being buried in distress after being laid off. I was knee-deep in debt and struggling to stay in graduate school. And subsequently, I faced a physical challenge that was about to alter my life. I perceived this as a dismal future for myself. I was at the lowest point in my life and too ashamed to let anyone know what was happening to me. I buried myself day after day in fear, doubt, hopeless and despair. One day I decided that I had had enough; I began shoveling my way out of the pit.

Here's how I began to dig myself out.

Focused On The PositiveI needed to find a way to shift my focus off of my problems so I turned to journalling. Every morning when I woke up I found something to be thankful for. I countered every negative aspect of my situation with a more positive one. I once wrote about how thankful I was that I didn't have to go to a job that I hated anymore. That didn't stop the bills from coming, but it changed my attitude. I was able to shift my focus on to what I really wanted and how I was going to get it. There was no more time for pessimism. I had work to do.

Defied The OddsI challenged myself to take a risk and not work a full-time job. I went to school full-time and waited for a job in my field of study. I had no money saved, but faith the size of a mustard seed. I buried defeat and tirelessly dug in with all I had. My circumstances eventually changed and my loss imminently became my gain. I finished graduate school, I didn't lose my home or car, my health was restored and I got my dream job. I was on my way to fulfilling my purpose.

No More ExcusesI had plenty of reasons for why I should give up on my dream. But, I couldn't find a good one. I knew those excuses could someday come back to haunt me. And I didn't want to live with any regrets. Excuses can be an easy way out, but deep down you know you are denying yourself the chance to see what you are capable of achieving.

Life is going to shovel dirt on you, all kinds of dirt. But each trouble can be a stepping stone. What happens to you isn't nearly as important as how you react to it. You can get out of the deepest pits just by not giving up!

วันจันทร์ที่ 21 พฤศจิกายน พ.ศ. 2554

These two terminologies are inter-related. There is a thin line separating between these two methods. Most often, these two terms sound confusing. But the difference can be clearly defined if there is a thorough understanding and acceptance of the need of coaching and mentoring in our lives. They have common denominators, but in detail and implementation, they actually differ from one another.

Coaching is a short term special course, more personal and detailed, whereby the coach and the client deals on the assessment of the clients strengths and weaknesses as an individual and as a professional.

Transition Coaching

Coaching is looking deeply into the areas where there is a need for improvement in the skills of the client in order to achieve greater and more beneficial results to his personal and professional life.

What Is Coaching and Mentoring?

Coaches target on more detailed areas for improvement and renders feedback to improve the craft of the client.

Coaching caters to clients who are mentally stable and who seeks a deeper analysis on specific issues. It has a time frame for completion. Coaching deals on personal issues which may affect his professional life. But the concentration is more on the field of professionalism and how to achieve best results in his professional life.

Mentoring is a detailed, planned process which is designed to help professionals as well. It is a venue where they can share their professional and personal experiences in order to grow and develop in the process. It is educating and instructing these professionals in order to be better in their fields.

Mentoring is more on an instructor-student process, whereby a more experience person shares his knowledge, skills, and ideas in order to provide information to a client or protégée. This method is usually used in companies to their junior executives whom they see traits and potentialities of becoming future company heads.

A mentor is a person who is well educated and more experienced in a certain field is usually hired by companies to train professionals for future higher positions. He is tasked to educate, tutor, guides the client/learner to perform specific objectives in order to achieve a goal.

Compared to coaching, mentoring is

In business organizations, this is also a new area, but this has been proven useful and effective and it actually helps workers and the organization achieve a lasting and more harmonious environment.

But unlike coaching which only guides, mentoring is instructional. It is an instructional strategy designed in order to develop the client/ learner into a competent skill which will be useful in his field and the organization as a whole.

Mentoring is a method of guiding and monitoring clients/learners to develop specific skills in order to increase the best results of a business organization. It is a course where clients/learners are taught on how to understand their specific roles in their organization.

Business organizations likewise need this tool, so that failures can be evaluated and problems can be resolved. This is also a course to improve networking skills.

Basically, mentoring is a long term instructional method in a business organization in order to monitor progress among workers.

It is a strategic business tool where the Mentor shares his knowledge and skills to the client, monitors the progress and renders the feedback of progress to the learners.

วันอาทิตย์ที่ 20 พฤศจิกายน พ.ศ. 2554

Rebounding and Transition A staple in Coale's practice routine are rebounding and transition offense fundamentals. Learn the techniques the Sooners use so effectively gain position under the rim to control any offensive or defensive rebound. The transition drills get the players to focus on pushing the ball up the floor every time. In addition, She also shows three of her early offense actions off the dribble-Deep, Drag, and Up. From the eBA-Stats.com Best Basketball DVDs Reviews. Read the Full Review here: eba-stats.com & Order at www.eba-stats.com ~ Basketball DVDs Reviews

วันเสาร์ที่ 19 พฤศจิกายน พ.ศ. 2554

Articles and blog posts about midlife crisis and midlife crisis symptoms flood the Internet landscape. Studies show that fewer than 10% of the people in the United States had experienced psychological crises due to their age or aging, documented in a 1999 large scale research study. Male and female crises are not common, despite the media hype surrounding the use of these terms.

I prefer to use the term midlife transition, which is empowering, whereas the term midlife crisis is dis-empowering. I know the subject of transition well because I have experienced it many times, as most mid lifers have. It is, however, important to realize that both a crisis and a transition include change.

Transition Coaching

Crisis, change, and transition

Midlife Crisis, Change and Transition Are Not the Same

Crisis is an unstable situation of extreme danger or difficulty (online dictionary).

Change refers to an event which occurs when something in our life ends or is replaced by another event or way of doing something. Change is external; situational, like job loss or a divorce. It's episodic and happens to you.

Transition is a gradual psychological re-orientation we experience as we try to adapt to change. It's internal; it happens inside us.

A Different View

Dr. Fred Horowitz, a specialist in midlife development, asserts that midlife crisis is a "cultural story that is made up."

William Bridges, an expert in transitions, says that the more accurate term to use when describing the process that ALL mid lifers go through is transition, not crisis.

His research shows that there are three phases to transition:
1. Ending, losing, letting go - you let go of old patterns and ways of being. This is a phase where you deal with loss.
2. The Neutral Zone - the old is gone and the new way isn't fully integrated. It's like the "gap" that a trapeze artist experiences when they let go of one trapeze and haven't yet grasped the next one.
3. The New Beginning - you come out of the in-between time or the "gap" I refer to above. You are in a place where you can recreate yourself and create a new future for yourself.

Being in the Gap

It is well known that the Chinese character for crisis also represents opportunity. That is how the many transitions in my life have occurred to me. A case in point was my divorce. Although it was a major transition in my life, I never viewed it as a crisis.

I went through other "major" transitions in life. For example, I felt in the "gap," referred to above, after I completed my doctorate in 1995 at 48 years of age. I experienced a certain fear and anxiety about what to do next. I was now faced with a "blank canvas." What the heck was I going to do now?

How to Deal with Midlife Transitions

1. Allow yourself to "be" - to be in the space of not knowing, yet trusting that things will unfold and will turnout. Things always workout, no matter what drama we add to our lives.

2. Complete unfinished business of the past - take care of things left undone or unsaid; let go of resentments, regrets and remorse.

It is crucial to know your work values if you want to find your ideal job. Your work values are those things in your work life that you consider to be important. When you design your career based on your values, your motivation will be greatly increased and your chances of success and fulfilment improve hugely. Otherwise you're faced with spending 1/3 of your life doing something that doesn't fulfill you.

Are you aware of your work values?

Transition Coaching

Taking the time to think about the things that really matter to you is a good starting point for finding your ideal job.

Career Coaching - Importance Of Work Values

Find a quiet place where you won't be disturbed. Relax your body and mind. Look at the values listed below. Make a note of the top ten values which are most like you and the five that are least like you. Take as much time as you need.

Now that you've discovered your values you should be starting to get a sense of what is important to you in terms of your career plan.

Write a few sentences describing or summarizing how your values translate into your ideal job.

Consider how each is reflected in the work you currently do. Don't assume that to find your ideal job you have to change careers completely. If you like your job but you are not happy with long working hours, is there scope for you to negotiate fewer hours? Maybe your job allows you to work from home a couple of days a week? Be imaginative! Changes don't always have to be drastic to be effective.

If you are happy with your career but find yourself working for a company whose values are totally different from yours, you are in the wrong place. In this case, you might consider applying for another company whose values align with yours.

If work-life balance is very important to you but you spend 4 hours commuting each day, this will take valuable time away from your family and the ability to pursue other activities that you would normally enjoy. Start looking for a job close to your home.

If you are sure that changing careers is the only way you will be happy, then start preparing yourself for the transition.

Remember: Confucius said, "Find a job you enjoy, and you'll never work a day in your life."

วันศุกร์ที่ 18 พฤศจิกายน พ.ศ. 2554

I work with many clients who are moving through a career transition. The desire for a transition comes from different places and for different reasons. Transitions can be made with intention or accelerated through circumstance. Wherever you are, these questions can help you make choices that align with your wants, needs and values.

WHY do you want this transition?Whether you are making this transition by choice or as the result of a layoff, understanding why you want it will help you get started on your path. This involves looking beyond the income to your deeper reason. Your why could include a better fit for your lifestyle, a better fit with your passions and strengths, the opportunity to make a great impact, and much more. A good place to start figuring out your why is to consider your values, what matters most to you in your life right now.

Transition Coaching

WHAT do you want?Transitions can take many different forms, from changing roles, to changing industries, responsibilities and environments. Understanding what you want means more than just choosing your next job title. It starts with a look back to the experiences and environments that brought out the best in you and helped you grow into who you are today. The next step is to look at what you want for your future including how you want to continue to grow, what types of new experiences you want to have, and how large a role you want your career to play in your overall life. Creating a vision for what you want in the form of a story can be a powerful way to capture all of this information. You want your vision to be clear enough that you can see yourself doing, being or having it, but not so clear that is too finite or tied to one path of achievement.

Questions to Ask When Making a Career Transition

WHO do you want to work with and/or for?Our careers are much more than our job titles. We can play the same role in several organizations and have very different experiences within each. That is why who your work with and for is so important to consider. Think about the type of organization you want to work for, including what service/product they deliver, how they deliver it, and what matters most to them (their organizational values). Who also includes the clients or customers you will be working with and for, what they care about and why they do business with this organization. Your colleagues and especially your manager/leader play a key role in your satisfaction and success in your career so take time to consider what qualities and traits you are seeking in those connections as well.

WHERE do you want to go - which environments are a best fit for you?Environments include your physical space, expectations and support. Think about your needs - the conditions that help you do and be your best. Do you thrive the most in a structured or unstructured work culture? Do you do your best work when part of a team or as a leader (or both)? What pace of work do you prefer? These questions and more are important to ask yourself to help you choose your next opportunity.

HOW will you need to stretch or shift?All transitions involve some changes to your level of activity, your thoughts, perspective and/or behavior. Your plan may include additional education, skill building, new people to meet, a different lifestyle, a risk or leap. The success of our transition is determined by many factors out of our locus of control. What is within our sphere of influence are the choices we make, who we show up as every day, how we handle the unknown and our thoughts about what is possible to achieve.

Time to PrioritizeI have shared many things to consider as you embark on your career transition. Not all of these will matter to you, and some will matter much more than others. Prioritize according to what you believe is right for you and most of all, enjoy the process of your journey while walking toward your goal.

Does gender impact successful career transition? The simple answer is yes; the complex answer is yes.

After coaching hundreds of male and female executives through career transition, I have noticed that men are challenged with channeling their anger while women are challenged with channeling their grief. On the surface it appears that most people regardless of gender must successfully move through the normal stages of grief best described by Elisabeth Kubler-Ross as: shock/denial, anger, bargaining, depression and acceptance.

Transition Coaching

Most career transition coaches understand these phases and accept that clients will cycle through some or all of the phases. We also know that the model is not linear. I have coached individuals who start with anger, or depression, then they cycle back to denial, then on the surface they appear to accept the change, then they cycle to depression, and so on.

Male and Female Executives' Responses to Career Transition - Are There Gender Differences?

What is not readily known by career coaches is that the family of the transitioning executive also experiences some or all of these grief stages - and this will ultimately impact the executive's transition success.

In coaching male executives, I have found that the ability to manage and channel anger is the most important challenge. Some male clients show up during the first meetings with the career coach and use bravado to cover their pain. Others are angry with the coach, the "system" or hierarchical decision makers from their former employer, HR, department management, the senior leadership team, the board of directors, or their subordinates - no one seems to escape their enmity.

On the other hand, in coaching female executives, I have observed that the ability to manage and channel grief and guilt are their most important challenges. Most female clients feel personally responsible for the termination decision and they engage in playing the "if only" game. If only they had not made that disastrous presentation; if only they had not offered an opposing opinion at the last national sales meeting; if only they had not been so accommodating to an under performing employee or subordinate team, if only...

Female clients also feel responsible for their former team and they spend a lot of unproductive time trying to right whatever wrongs are occurring in the aftermath of the termination. Generally speaking, female executives try to help their former team as a means of staying connected, while male executives tend to maintain ties to their former subordinates and peers as a means of staying in control.

Are male and female executives equally successful in moving through career transition? Yes and no. Both males and females will experience crises, set-backs, challenges and hopefully success. In any case, the career transitioncoach's role is to find effective ways to reveal the client's behaviors to the clients and help them find ways to manage the anger, grief or guilt in a manner that will allow for the forward-movement producing emotions that foster creativity, problem resolution, acceptance and creating a new reality and a new future.

Male and Female Executives' Responses to Career Transition - Are There Gender Differences?

Life coaching education is designed to instruct the student to help enrich the personal or professional life of the client. Prospective life coaches will learn how to form a professional partnership with clients to help clients in their personal development.

Life coaching studies focus on personal skills, actions, and issues so as to produce results relevant to the client. A thorough life coaching education shows students how to make requests of the client in order to improve performance, practice introspection and self examination, make decisions, or any other issues that the client wants or needs to address; the responsibility to follow through with those requests is that of the client.

Transition Coaching

Life coaching schools prepare students for setting goals for a client that may include career, business, financial situations, education, intimate relationships, family life, basic self-confidence, or spirituality. Life coaching education may impart guidelines specifically related to stress reduction, appropriate actions that may be taken, or strategies that can be used to change situations that produce stress. Life coaching education is frequently offered by organizations or corporations in group sessions that meet weekly or daily for the betterment of their employees.

Life Coaching Education

Life coaching is often used in the practices of psychology and counseling to aid in transitions in the personal life and self-definition of their clientele. Life coaching education can concentrate in one or more specializations: life coaching, personal coaching, career coaching, small business coaching, transitioncoaching, executive coaching, and organizational or corporate coaching. Life coaching education has been expanded to include the Internet, where online life coaching is conducted.

If you would like to learn more about Life Coaching Education, or even Online Life Coaching Schools, you can find more in-depth information and resources on our website.

DISCLAIMER: Above is a GENERAL OVERVIEW and may or may not reflect specific practices, courses and/or services associated with ANY ONE particular school(s) that is or is not advertised on SchoolsGalore.com.

วันพุธที่ 16 พฤศจิกายน พ.ศ. 2554

Mastering the transition game - the change from offense to defense and back - is one of the most comprehensive and exhausting challenges in basketball. For a team to be successful at transitioning it has to have players who are hard working, well conditioned, and quick thinking on the court. These basketball training drills help players develop the skills and mindset they need to improve their transition game.

Circle Rebound

Transition Coaching

For this transition drill, the team is divided into two groups of five. The coach stands at the foul line with the ball, and the two teams form a circle around him, alternating opposing players.

Basketball Training Drills - Mastering the Transition Game

The players jog in a circle around the coach until he throws the ball at the backboard. At this point, the players break the circle and go for the rebound. The team whose player gets the ball becomes the offense.

The offense should now attempt a fast break to the other basket while the other side sprints to the other side to defend. The players have to be physically and mentally prepared throughout the drill to both go for the rebound and attempt, or defend against, the fast break.

The Change

In this basketball training drill, the players are again divided into two teams of five. Five of the players, each with a ball, are on offense and the other five are on defense. The offense begins the drill by dribbling their balls in a half-court set while the defense guards them using a player-to-player formation.

At the whistle, the offense and defense must change positions. The offense now becomes defense and the defense becomes offense, but no two players can be paired in the same way. As the players are scrambling to switch from offense to defense and find new players to guard, they have to communicate with each other.

To add a new challenge, at some point in the drill the coach will call out "five on four," and one defensive player must leave the floor. The defense is forced to adjust and communicate even further, assessing who needs to be guarded most now that they are short one player.

Number Transition

In the Number Transition drill, five defensive players are lined up at the foul line, and five offensive players are lined up at the baseline on the same side. The players on the defense are assigned numbers, one through five.

To start the drill, the coach will call out two numbers from the defense and throw the ball to the offense. At this point, the offense will run a fast break to the other side of the court and three players from the defense attempt to defend. The two players whose numbers were called out have to run to the baseline and tag it before rushing to defend with the rest of their team.

The offense will begin with a numbers advantage, so communication will be essential once the two defensive players join the action.

Recently I have had the privilege of working with Farah Risoen, a Life Coach, on both a personal and professional level. Following are the answers to some of the questions that I had while working with Farah:

Q. What is your past experience in coaching others through their life transitions?

Transition Coaching

I've been a Life Coach since 1999, and have had the privilege of working with hundreds of people from all around the world with amazing results.

Interview With Farah Risoen - Life Coach

I would say up until a couple of years ago, about 60% of the people that I have coached were going through some change or life transition in their careers, relationships, health or life in general... The other 40% were focused on increasing their effectiveness in business, sales, and just taking their lives to the next level.

In the last couple of years, I have seen this percentage go up! Now about 80% of my clients seek my help because they are going through a career, relationship or life transition.

Q. How would you describe what a life transition is?

I would describe life transition as any change that moves us from one phase to another. For most people many of these changes and life transitions can be challenging times, because of the uncertainly and unfamiliarity they bring us!

Going through a career change, divorce, health challenge, or a life transition to find our true self and purpose can be taxing...

...But I know from experience, with the right resources and coach, these changes and life transitions can/will help us create our best life!

Q. How do people begin to initiate a positive life transition?

The first step to initiating any kind of change is awareness; in particular of our thoughts.

Start to consciously think positively about what you want to have and create in your life.

It doesn't matter how things have been up until now... If you want your life to be happy, fulfilled, and purposeful in the future, choose to think that way in the present!

Q. What would my first steps be if I required assistance and coaching through a life transition?

The best start is to email me to schedule a FREE phone consultation, so I can assess your goals and needs.

Q. What can I expect from you as my coach during my life transition?

As a life coach, I:

• Guide you to get clear and specific about what you really want to have & create in your life

• Help you transform your mindset/thought process to one that absolutely supports and empowers you at this point in your life

• Teach you how to be a "magnet" to manifest and attract the things you want

• Tell you what you "need" to hear, NOT what you "want" to hear - keep it true, authentic and honest!

• Guide you to design and come up with a progress plan that moves you forward towards your set goals, intentions and purpose

Q. Can you recommend any follow-up help that I could access on my own as I progress through my life transition?

Yes!

a. First get clear about your goal and what you want! If you're not sure what that is, start with what you don't want!

b. Now come up with compelling reasons why you want it. If your reasons are not compelling to YOU, or you're not sure why you want it, then go back to the first step and get absolutely clear.

c. Now spend some time thinking about your beliefs, feelings, and thoughts around having, creating or achieving this goal... If they are positive and empowering, then you are aligned... But if they are not, you need to do some work around changing your thoughts, feelings and beliefs.

วันอังคารที่ 15 พฤศจิกายน พ.ศ. 2554

Transitions at work can be exciting times. And yet, heightened work motivation and enthusiasm can actually backfire and cripple the chances of a successful transition.

Harvard's David McClelland identified three primary motives, or needs, that drive behavior: Affiliation, Achievement, and Power. Likewise, Forum Corporation identified four main transition types (or PATHs) - Place (New job or greater scope), Assignment, Team, and Heading (organization changes strategy or structure, even if ones role does not change).

Transition Coaching

When we overlay these two frameworks, "dangerous" combinations of motivation and transition type emerge:

The 4 Transition Types, the 3 Motivation Types, and the Dangerous Combinations

A leader with a high need for achievement with a new team. The danger here lies in seeking quick wins for the glory of ones own career or ego, thus alienating the team.
A leader with a high need for affiliation entering into a short term, high pressure assignment. Their team-oriented affiliation approach can generate cross-functional support, but if overdone (e.g. spending too much time being accepted or reducing conflict), this approach can result in a missed opportunity.
A leader with a high need for power in a new place. Need for power can positively influence others and create impact, or it can take a more negative form in a need to control or dominate. If someone becomes intoxicated with the 'status' of a new position, this person could step on some toes - fast.
How about the opposite of the above: someone who does not pay attention to power or the politics in their organization, and is not even remotely aware of how vulnerable they suddenly are when the organization shifts its' heading and re-organizes.

There are many more possible combinations, but you get the point. Most of us have a mixture of these motives, with one generally being dominant. How about you: which motive most drives you? Any blind spots to avoid in your next job transition?

The 4 Transition Types, the 3 Motivation Types, and the Dangerous Combinations

In this coaching session Machine goes over a Roach/Hydra build designed to control Protoss 6-Gate pressure. Machine explains the timings of a basic roach build, with an emphasis on the use of burrow to punish the lack of detection from the Protoss as well as force the production of immortals. Machine couples this with a transition into hydras that allow for an entry into stable late-game play.

upnawaylifecoaching.com Sarah from Perth reveals how invaluable her coaching was in helping her define her career path and in helping her to understand herself so much better.

Keywords: inspirational, coaching, life coaching, career coaching, upnaway life coaching, life balance, career advancement, career passion, richard branson, donald trump, upnawaylifecoaching.com, success, happiness, new direction, job satisfaction, build confidence, career transition, do what you love, love what you do, career change, career goals, support, reduce stress, life purpose

วันจันทร์ที่ 14 พฤศจิกายน พ.ศ. 2554

If we regard PowerPoint 2007 as the vehicle to deliver a professional presentation, then Transition is the driving technique that makes the journey more fluent.

While Custom Animation is the tool that allows you to alter the display of words and images in each slide, slide Transition relates to how your presentation moves from one slide to another. With PowerPoint 2007 not only is it easy to adjust text and objects so that they can fly across the screen or open through a dissolve, but it is equally straightforward to use slide Transition to add similar effects to slide movement in a presentation.

Transition Coaching

There are several things relating to the movement of the slide and any sound and speed, to keep in mind when using Transition in your PowerPoint slide show. But working with slide Transitions is much easier than you probably imagine. On the Animations tab, in the Transitions to This Slide group, you will find the Effects, Sound and Speed. With a few clicks, you can add interesting transition effects to the slides in your presentation. Choose from an array which includes fades and dissolves, wipes, and stripes and bars. PowerPoint 2007 allows you to add a transition to one or more slides, set the transition speed, add sounds and also remove the effects.

Fluency With Slide Transition in PowerPoint

By scrolling over the effect, you will obtain a preview of the style applied to the slide. When you select an effect, an animation icon will appear on the slide thumbnail of your PowerPoint presentation. To add to each slide - click the Apply To All function. Or select the No Transition effect to make blank and to delete effects.

It's easy to apply the same style to multiple or single slides, or remove transitions. If you understand that slide transitions are the animation-like effects that occur in slide show view when you move from one slide to the next during an on-screen presentation, you will remember that dealing with the effects of objects on the slide requires a different set of commands.

Transition speed is easy to apply and you can choose from Slow, Medium or Fast. You can also decide if you want to apply a transition to a single slide or all of the slides. To add a sound effect to your slide transition sequence, again in the Animations tab, in the Transitions to This Slide group, simply select Transition Sound. To add a sound not included on the list, select Other Sound, locate the sound file that you want to add and then click OK. You will notice that there are other options including to have No Sound, Stop Previous Sound or to Loop until Next Sound. Sound or music files can be saved on your computer in many formats that can be used in PowerPoint 2007, such as MP3 or WAV files.

Obviously it's easier to think about how you are going to apply Transition when you have completed your presentation and all the words and images are in place. If you are making a formal presentation, it is advisable to use the same transitions relating to effects, sound and speed throughout for consistency.

However, the advantage of taking time to edit the Transition attributes on your presentation means that you can alter the transition noise and speed and effect without changing any of the images or text within each slide. You could, therefore, create a presentation for a specific audience's requirements and alter only the sounds and effects of the Transition for another group.

And remember, just like Custom Animation on each slide, a little goes a long way - use subtle effects when required and choose when to make a big impression on an audience. A steady, even journey is best for your board room presentation on this quarter's sales figures, but feel free to add little more pizzazz for Year 2's photo journal of their trip to Terror Towers.

DEJA K. TAYLOR is not your typical Renaissance woman. She is an international artist having toured respectively in Amsterdam and London. She's shared stages with artists such as Common, Will.i.am, The Roots, David Banner, and Marsha Ambrosius to name a few. Recently she has become one of the new VJ's on Power 92 Chicago's True Star Radio segment. In 2009, thousands were introduced Deja K. Taylor the poet on Russell Simmons Presents Brave New Voices on HBO, with a perfect score for her poem, Ode to the Female MC. She has since made her transition from participant to Coach/Mentor by coaching the Chicago All stars in 2009. Taylor is a mentor and Teaching-artist in classrooms across the country expounding on the meaning of a leading lady. Having played famed roles such as 'Mama' in A Raisin in the Sun, as well as the coveted 'Ma' in August Wilson's Ma Rainey's Black Bottom. Her one-woman show entitled FREE DEJA TAYLOR, previewed at Chicago's Museum of Contemporary Art for the Hip-Hop + Reel Festival in '08 also getting her a mention in American Theater Magazine. In conjunction with her one-woman show Taylor is currently broadcasting the FREE DEJA TAYLOR Youtube Mixtape, boasting 50000+ views and counting, which can be seen LIVE! on youtube.com/freedejataylor. Her unique way of weaving elements of hip-hop-theater and song coupled with her fearless approach to social issues make her a front-runner in the ever evolving genres of Spoken Word, Hip-Hop and Musical Theater.

Grandparents will notice a big change in their grandchildren after not seeing them for several months, but the change occurs over time, your kids don't wake up one morning and find themselves suddenly different, they have time to adjust. More sudden transitions, like moving to a new job, new school or the loss of someone close to you affect you more deeply and can bring on the anxiety of transition.

Several things can help you survive periods of sudden transition. Remind yourself that this time will pass, that nothing lasts forever. This time of transition will become just a part of your normal life, given time. Allow yourself enough time to adjust to the new things it brings and find positive enjoyment wherever you can in these new experiences.

Transition Coaching

Use your strengths to help you through this time of transition. You have been through many transitions before in your life. Remember a period when you successfully went through a transition and identify the tools that helped you through. Was it a positive attitude, your determination to make it work, or the strong support network of friends and family that got you through?

The Anxiety of Transition

Remember that you don't have to go it alone. Draw on the support of friends and family and surround yourself with people who will help you through. If you feel you need more support than your friends can offer, get professional help to support you. You will get through this time but you don't have to do it all on your own.

Coaching

The part of transition that provokes the most anxiety is not knowing what will happen. Reassure yourself with your experience of past transitions where everything worked out for the best. Gather all the support you can, in the form of family and friends or professional coaches or therapists. Focus on the positive aspects of this transition and remember always that this will pass in time.

Coaching Question

Is transition anxiety getting you down?

Daily Action

Write a list of the things that make you feel anxious about this transition period. Share the list with a close friend or trusted professional. Ask for their help to find ways to reduce the anxiety. Create a list of positive actions you can take and keep the list handy for whenever you feel an attack of transition anxiety coming on.

Quotes

"Life is pleasant. Death is peaceful. It's the transition that's troublesome." Isaac Asimov

"When I was going through my transition of being famous, I tried to ask God why was I here? What was my purpose? Surely, it wasn't just to win three gold medals. There has to be more to this life than that." Wilma Rudolph